Self Analysis Through Swot And Johari Window Pdf FileBy Sean B. In and pdf 31.03.2021 at 22:04 3 min read
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Improve self-awareness and facilitate mutual understanding within a group, or among different groups. A Johari Window is a framework that allows individuals to enhance their understanding of themselves and others in a group, or among other groups. Teams complete the Johari Window by filling out four quadrants, each of which reveals something they might not know about themselves or about others.
Swot Analysis And Johari Window
The Johari Window model is a simple and useful tool for illustrating and improving self-awareness, and mutual understanding between individuals within a group. This model can also be used to assess and improve a group's relationship with other groups. This model is particularly useful in team development.
Today the Johari Window model is especially relevant due to modern emphasis on, and influence of, 'soft' skills, behaviour, empathy, cooperation, inter-group development and interpersonal development. Over the years, alternative terminology has been developed and adapted by different people - particularly leading to different descriptions of the four regions, hence the use of different terms in this explanation. In early publications, the word appears as 'JoHari'.
The Johari Window soon became a widely used model for understanding and training self-awareness, personal development, improving communications, interpersonal relationships, group dynamics, team development and inter-group relationships.
The 'self' would be the group, and 'others' would be other groups. However, for ease of explanation and understanding of the model and examples in this article, think of the model applying to an individual within a group, rather than a group relating to other groups.
Here's how the Johari Window is normally shown, with its four regions:. This is the standard representation of the Johari Window model, showing each quadrant the same size. Region 1 is also known as the 'area of free activity'. This is the information about the person - behaviour, attitude, feelings, emotion, knowledge, experience, skills, views, etc. The aim in any group should always be to develop the 'open area' for every person because when we work in this area with others we are at our most effective and productive, and the group is at its most productive too.
The open free area, or 'the arena', can be seen as the space where good communications and cooperation occur, free from distractions, mistrust, confusion, conflict and misunderstanding. Group members and managers can take some responsibility for helping an individual to reduce their blind area - in turn increasing the open area - by giving sensitive feedback and encouraging disclosure. Relevant hidden information and feelings, etc, should be moved into the open area through the process of 'disclosure'.
Organizational culture and working atmosphere have a major influence on group members' preparedness to disclose their hidden selves. Most people fear judgement or vulnerability and therefore hold back hidden information and feelings, etc. The extent to which an individual discloses personal feelings and information, and the issues which are disclosed, and to whom, must always be at the individual's own discretion. As with feedback, some people are more resilient than others - care needs to be taken to avoid causing emotional upset.
These unknown issues take a variety of forms:. Examples of unknown factors are as follows, and the first example is particularly relevant and common, especially in typical organizations and teams:. The processes by which this information and knowledge can be uncovered are various and can be prompted through self-discovery or observation by others, or in certain situations through collective or mutual discovery, of the sort of discovery, experienced on outward bound courses or other deep or intensive group work.
Counselling can also uncover unknown issues, but this would then be known to the person and by one other, rather than by a group. Managers and leaders can help by creating an environment that encourages self-discovery, and to promote the processes of self-discovery, constructive observation and feedback among team members.
Creating a culture, climate and expectation for self-discovery helps people to fulfil more of their potential and thereby to achieve more, and to contribute more to organisational performance. Note: The unknown area could also include repressed or subconscious feelings rooted in formative events and traumatic past experiences, which can stay unknown for a lifetime. In a work or organisational context the Johari Window should not be used to address issues of a clinical nature.
This Johari Window model diagram is an example of increasing the open area, by reduction of the blind area, which would normally be achieved through the process of asking for and then receiving feedback. Team members - and leaders - should always be striving to increase their open free areas, and to reduce their blind, hidden and unknown areas. Seeking feedback about the blind area will reduce the blind area, and will increase the open free area. Discovery through sensitive communications, active listening and experience, will reduce the unknown area, transferring in part to the blind, hidden areas, depending on who knows what, or better still if known by the person and others, to the open free area.
This Johari Window model diagram is an example of a member of a new team or a person who is new to an existing team. The Johari Window obviously model provides useful background rationale and justification for most things that you might think to do with people relating to developing mutual and self-awareness, all of which links strongly to team effectiveness and harmony.
It very much depends on what you want to achieve. This being the case, it might help you to ask yourself first:. Researching academic papers most typically published on university and learning institutions websites written about theories such as Johari is a fertile method of exploring possibilities for concepts and models like Johari.
This approach tends to improve your in-depth understanding, instead of simply using specific interpretations or applications 'off-the-shelf', which in themselves might provide good ideas for a one-off session, but will not help you much with understanding how to use the thinking at a deeper level. Also, explore the original work of Ingham and Luft, and reviews of same, relating to the development and applications of the model.
Explaining the meaning of the Johari Window theory to people, so they can really properly understand it in their own terms, then empowers people to use the thinking in their own way, and to incorporate the underlying principles into their future thinking and behaviour. Communication Skills Communication Skills. Project Management Project Management. Finance Finance. Insights and Tools Find learning Discover My saved learning plan coming soon.
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Theory and History. Handwriting Features. Cherie Carter-Scott's Rules of Life. Carter Scott's Books. Further Resources and More Information. Johari Window. The Johari Window Model Diagram. Examples of the Johari Window Model. Further Ideas. What is the Johari Window Model? How is the Johari Window Model used? The Johari Window actually represents information - feelings, experience, views, attitudes, skills, intentions, motivation, etc - within or about a person - in relation to their group, from four perspectives, which are described below.
The model can also be used to represent the same information for a group in relation to other groups. Terminology hereafter refers to 'self' and 'others': 'self' means oneself, ie, the person subject to the analysis.
The four Johari Window perspectives are called 'regions' or 'areas' or 'quadrants'. Each of these regions contains and represents the information - feelings, motivation, etc - known about the person, in terms of whether the information is known or unknown by the person, and whether the information is known or unknown by others in the group. The four regions in the model are outlined in detail below. In new groups or teams, the open free space for any team member is small see below because shared awareness is relatively small.
As the team member becomes better established and known, so the size of the team member's open free area quadrant increases see below. Feedback develops the open area by reducing the blind area. The open area can also be developed through the process of disclosure, which reduces the hidden area. The unknown area can be reduced in different ways: by others' observation which increases the blind area ; by self-discovery which increases the hidden area , or by mutual enlightenment - typically via group experiences and discussion - which increases the open area as the unknown area reduces.
The open free region is small because others know little about the new person. Similarly the blind area is small because others know little about the new person. The hidden or avoided issues and feelings are a relatively large area.
In this particular example, the unknown area is the largest, which might be because the person is young or lacking in self-knowledge or belief. This Johari Window model diagram is an example of an established member of a team. The open free region is large because others know a lot about the person that the person also knows.
Through the processes of disclosure and receiving feedback the open area has expanded and at the same time reduced the sizes of the hidden, blind and unknown areas.
Johari Window – Self Assessment
The Johari Window model is a simple and useful tool for illustrating and improving self-awareness, and mutual understanding between individuals within a group. Over the years, alternative Johari Window terminology has been developed and adapted by other people — particularly leading to different descriptions of the four regions, hence the use of different terms in this explanation. Established team members logically tend to have larger open areas than new team members. New team members start with relatively small open areas because relatively little knowledge about the new team member is shared. The size of the open area can be expanded horizontally into the blind space, by seeking and actively listening to feedback from other group members.
The Johari Window model is a simple and useful tool for illustrating and improving self-awareness, and mutual understanding between individuals within a group. Over the years, alternative Johari Window terminology has been developed and adapted by other people — particularly leading to different descriptions of the four regions, hence the use of different terms in this explanation. The Johari Window soon became a widely used model for understanding and training self-awareness, personal development, improving communications, interpersonal relationships, group dynamics, team development and inter-group relationships. The Johari Window actually represents information — feelings, experience, views, attitudes, skills, intentions, motivation, etc — within or about a person — in relation to their group, from four perspectives, which are described below. The Johari Window model can also be used to represent the same information for a group in relation to other groups. Self-Development is a process that one undertakes to develop ones potential as a person and as a manager Self-development is self-initiative based.
Swot Analysis n Johari Window - Free download as Word Doc .doc), PDF File .pdf) Johari Window. By, Reshma T SWOT analysis. SWOT Analysis is a strategic model is also referred to as a 'disclosure/feedback model of self awareness'.
Johari Window Template
Introduction The essay will expose the reader to the use of diverse range of approaches and perspectives relating to self, management and professional development. The author will go through his own self analysis of his own strengths and weaknesses using various tools to prepare himself for future development as a competent manager. Measurement of Personality? Longman dictionary by ed.
A SWOT analysis is a methodology for evaluating your business and figuring out how you can get yourself in a position to reach your goals. SWOT is an acronym that stands for strengths, weaknesses, opportunities and threats. By figuring out where your business stands for those four elements, you can get a better understanding of which areas of the business require your focus. Strengths are capabilities or qualities that give you a competitive edge, according to Score.
Johari Window is a tool that allows teams to better understand themselves and others, ensuring more efficient group dynamics. It facilitates trust amongst group members and develops soft skills like empathy, cooperation, interpersonal development and communication. More Personal Development Templates and Examples. Johari Window Template. Johari Window Template 2.
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